CREATING A PLACE FOR EVERYONE

DOWNTOWN ITHACA ALLIANCE DIVERSITY, EQUITY & INCLUSIVITY STATEMENT OF POLICY & PRACTICES

The Downtown Ithaca Alliance District Diversity, Equity, and Inclusivity Policy and Practices document is dedicated to encouraging a supportive and inclusive culture across our whole workforce and organization. We desire to promote diversity and inclusivity at the Downtown Ithaca Alliance and work to address any discrimination and bias in the workplace and organization, and we will ensure this in the following ways.

Aims

• Ensure that all employees and job applicants are given equal opportunity
• Work towards our organization being representative of all sections of society.
• Cultivate respect and value in our work to facilitate each employee meeting their own potential. 
• Recognize and work to mitigate sources of unconscious bias in the workplace and among staff
• Ensure that all components of the DIA organization share this aspiration for diversity, equity, and inclusion.

Code of Practice

Hiring:

• We will eliminate any questions that pertain to sex, gender, race, or ethnicity that may lead to bias in our applications and any other hiring processes.
• To ensure that all applicants are given a fair chance, we will also seek to review applications on a number rather than name basis and review only qualifications and work experience in initial, preliminary hiring rounds.  
• We will not require college degrees for entry-level positions if the applicant can demonstrate appropriate experience through other means, such as work history or certifications.
• We will periodically audit the application process, with an objective third party reviewing notes and other information on applicant reviews and interviews to determine unconscious bias present and address it.
• We will also review and revise Job Descriptions to remove stereotypically gendered wording and replace it with more neutral terms.
• As appropriate, we will implement work sample testing where applicants are given a brief task or question related to the Job Description to provide a fair chance for all applicants to demonstrate applied knowledge on day-to-day job tasks.
• We will standardize interview questions to ensure that each interview offers the same opportunity to provide information.
• We will set organizational diversity goals, and check in with these goals annually to assess progress and address issues.
• We will utilize multiple approaches to job posting outreach, to improve our ability to reach a diverse pool of applicants.

Accessibility: 

• We will hold all of our public meetings and events in venues that are accessible to wheelchair users and will provide accessibility information for any off-site work locations.
• We will work to ensure our policies provide general accommodation without employees having to request accommodations.  This includes flexible schedules and hybrid remote work being provided as options to all employees and ensuring our offices and worksites are accessible to those who use wheelchairs or other mobility aids.
• We will work to provide, as needed, accessible options for all print and digital materials, such as large print options or screen reader compatibility in digital materials.  We will also be prepared to provide translation services if necessary for an applicant to complete an interview.
• We will discuss and provide reasonable accommodation for any employee needing it.  This process is confidential, and no information about an employee’s accommodations will be shared without the employee’s express permission.

We are committed to ensuring our staff members can thrive, so we will reassess our ability to meet the needs of our employees and community annually.

Diversity:

• We will ensure that our communications and events reflect various backgrounds and identities.
• We will prioritize initiatives that recognize and address systemic inequities that are barriers to the diversity of our staff and community.  When possible, we will work with community organizations instead of for them, ensuring their voices are heard and guiding the direction according to their needs.
• We will ensure that our organizational policies consider a full range of religious and cultural holidays and that employees can observe holidays, this includes adding Juneteenth as a paid holiday to our policies to reflect its significance among the Black community.
• We will provide an open communication channel with our staff and listen responsively to diversity, equity, and inclusion concerns.  We will promptly work to remedy any issues brought to our attention

Handling Claims of Harassment

• We prohibit and will promptly address any instance of sexist, racist, homophobic, transphobic, or otherwise offensive and inflammatory remarks and behavior among staff and our public-facing communications, digital, and physical presence. These constitute harassment and have no place in our organization or community.
• At all times, people’s feelings will be valued and respected. Language or humor that people find offensive will not be used, e.g. sexist or racist jokes or terminology which is derogatory to someone with a disability.  If the person causing the issue is a member of the public in an in-person situation, we will ask that they immediately leave the office or cease engaging with the staff member if in public areas outside of our offices.
• A confidential report may be made by an employee who believes they have experienced harassment or discrimination or someone who witnessed the event to HR personnel.  We will encourage and educate all staff members that it is their responsibility to bring issues of harassment and discrimination up to HR regardless of whether they were a third party.  HR contact information will be provided to all employees via the complaint policy in the Employee Handbook.  The full procedure for handling Harassment and Discrimination complaints is provided in the Employee Handbook.

This policy reinforces our commitment to equality and fairness in our employment. All employees, whether part-time, full-time, or temporary, will be treated with consideration and respect. When the Downtown Ithaca Alliance selects candidates for employment, promotion, training, or any other benefit, it will be based on their aptitude and ability to complete the job tasks, with or without reasonable accommodation. All employees will be supported and encouraged to develop their full potential and utilize their unique talents. Doing so helps maximize the efficiency of our whole workforce. 

Commitments:

• We will utilize team-building practices to create an environment in which individual differences and the contributions of all team and board of director members are recognized and valued
• We will train all staff on Cultural Competence to create a workplace that promotes dignity and respect for every employee.
• We will make any training, development, and progression opportunities available to all staff. 
• We will not tolerate or engage in retaliation.  Anyone who feels they have been subject to discrimination should be able to raise their concerns so we can address the issue by taking corrective measures.
• We will not tolerate any form of intimidation, bullying, or harassment, and will discipline those who breach this policy.
• We will regularly review all our employment practices and procedures to maintain fairness. We will inform all employees that this diversity, equity, and inclusivity policy is in operation and that they are obligated to comply with its requirements and promote diversity and fairness in the workplace. 

Board:

The Board of Directors shall likewise:

• Ensure that all Directors shall be respected and valued for their disparate contributions to the Board and organization and encouraged to participate fully in the dialogue and life of the organization. 
• Work towards being representative of all sections of our downtown stakeholders and community at large.
• Cultivate respect and value from their Board peers, ensuring that all Board members feel welcome and engaged. 
• Work to mitigate sources of unconscious bias at the Board level.
• Continually work to ensure that all components of the DIA organization share this aspiration for diversity, equity and inclusion.

The policy will also be drawn to the attention of funding agencies, stakeholders, customers, learners, and job applicants. The DEI policy is fully supported by senior management and has been agreed to with our board of directors and our human resource consultant.  Our policy will be monitored and reviewed annually to ensure that diversity, equity, and inclusivity are continually promoted in the workplace.

This is a living document and is intended to be reviewed at least on an annual basis. The precepts embodied in this document apply to both our staff and our Board.  Adopted by our Board February 28, 2022 

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